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Internship and Apprenticeship Programs:
Strategies, Stories and Successes
Moderator:Prof. Jesus (Jess) Guerra, Jr., Chair, Education and Career Awareness Subcommittee; Director, Transportation Workforce Institute, Los Angeles Trade Technical College, Los Angeles, CA
• Carol L. Ketcherside, AICP, Deputy Director,
Planning & Development, Valley Metro, Phoenix, AZ
• David Varner, Director, Bus Maintenance, Maryland
Transit Administration, Baltimore, MD
• Gary Courtney, Workforce Administrator, Metropolitan
Council, St. Paul, MN
SAFETY INSTRUCTIONS• Note the location of the emergency exits; they may be
behind you.
• In case of emergency, dial 911 and notify APTA staff.
• In an evacuation, calmly head to the nearest exit.
• If you require assistance, wait outside the doorway of your meeting room.
• Listen for all announcements via the facility‘s public address system and follow instructions.
• Security personnel and defibrillators are onsite.
• Notify any facility or APTA staff member if you see something suspicious.
Valley Metro InternshipsA Two-Way Partnership
APTA Bus and Paratransit Conference
May 8, 2018
Carol L. Ketcherside, AICP
Deputy Director, Planning
Valley Metro Overview
•Operate 365 days a year
•61 local bus routes
•20 Express/RAPID routes
•21 circulator routes
•26 miles of light rail
•394 vanpools
•Fixed route & vanpool service – 42M revenue miles/year
•Paratransit – 479K revenue hours/year
•95% of the fleet is alternatively fueled4
Sources: FY17 Transit Performance Report and October 2017 Transit Book
Genesis of the Program
•Difficulty finding qualified technical staff with transit experience
•Started with one unpaid position
5
Growth of the Program
6
Year # Specialties Paid/Unpaid Hires
2010 1 Planning Unpaid
2011 1 Planning Unpaid 1 hired by VM contractor
2012 1 Planning Paid 1 hired by VM contractor
2013 2 Service Planning, Corridor Planning Paid 1 hired by VM
2014 3 Service Planning, Corridor Planning, ITS Paid 1 hired by VM
2015 3 Service Planning, Corridor Planning, ITS Paid1 hired by VM
1 hired by VM contractor
2016 3 Service Planning, Corridor Planning, Sustainability Paid 2 hired by VM
2017 5Service Planning, Corridor Planning, Sustainability,
Design, ConstructionPaid TBD
2018 6
Service Planning, Corridor Planning, Sustainability,
Design, Construction
Community Relations
Paid TBD
Why do we do it?
•Benefits to Valley Metro• Building the future workforce
• Agency
• Transit industry
• Creating ambassadors
• Economical
•Benefits to students• School credit
• Experience for resume
• Networking
• Income
7
What’s the program?Valley Metro Capital and Service Development Division
8
What’s the program?
•Student in a related degree program
•Half-time position• Flexible hours
•12 month duration• Provides opportunities for more
students
• Start at end of school year
• More hours in the summer months
9
What’s the program?
•Six positions• Service Planning
• Capital Planning
• Sustainability/ Environmental Planning
• Design
• Construction Management
• Community Relations
10
How do we do it?
•Process• Advertise: Feb / March
• Interviews: March/April• All disciplines at once
• Offers: early April
• Start: late May
• End of year presentation at staff meeting
•Funding• Some funding assistance from WTS and ITS
• $12/hour pay
• $12,500 per intern annually
11
What the Students Like
•Location, pay, and schedule flexibility• Competitive with other internships
•Mentorship and career guidance
•Full-time job opportunities
•Observing • Everyday events in the workplace
• Teamwork in action
• Professional and inter-agency collaboration
• Cross-Discipline Coordination
•Seeing coworkers that enjoy their jobs
12
What the Students Like
•Working on innovative projects of interest
•Touring facilities
•Getting exposed to professional organizations
•Delivering a presentation
13
Students’ FeedbackOpportunities
•Develop skills
•Gain industry knowledge not found in the classroom
•Establish professional relationships
• Improve confidences
•Networking
14
Students’ Feedback
• I learned how I could use my degree in public transportation — Former Civil Engineering Student; Current Employee
15
Students’ Feedback
•The name plaque at my door was a welcoming and lovely surprise.— Planning and Design Student
16
Students’ Suggestions
•Rotation to different divisions • Finance, community relations, operations/safety, etc.)
• An understanding of what the other departments do is valuable
•More regularly scheduled check-ins with the assigned supervisor
• Better structure the internship
• Keep the intern engaged
17
Managers’ Feedback
•Also an opportunity to learn what you don’t like
•Provide more structured mentorship
•Orient students to agency/contractor relationships – differing opportunities between public and private sector
18
Managers’ Feedback
•The program instills the culture of the Agency for a potential entry level employee
• If the employee comes to work for us, it’s with pre-knowledge of the culture.
• Result: engaged, happy, motivated and committed members of our team.
19
Title Only Layout Arial 44ptSUBTITLE - ARIAL BOLD - ALL CAPS 20PT
20
Thank You
Upward Mobility
and
Apprenticeship Program for
Better Bus Maintenance
Presented By:
David VarnerDirector of Bus Maintenance
Maryland Transit Administration
Our Mission
Working together to provide
safe, efficient and reliable
transit across Maryland with
world-class customer service.
Goals for Better Bus Maintenance
Mechanical
• Improve mean distance between failures
• Decrease the number of major road calls
• Provide better oversight of data input and collection
• Further develop scheduled maintenance plans
• Manpower to support Better Maintenance Programs
Non-Mechanical
• Fill vacancies with well qualified staff
• Reduce employee turnover
• Reduce overtime costs through targeted job planning and labor compliance (Maximo)
• Drive internal promotion and development of current/future management staff
• Cross-trained professionals able to service MTA as internal customers
Purpose
The Upward Mobility and Apprenticeship Program for MDOT MTA Bus Maintenance will serve to address issues regarding: recruitment, promotion, training, and retention of well qualified individuals to provide better bus maintenance.
There are two tracks for this program:
• Upward Mobility - Promotion and development of current “in-house” talent
• Apprenticeship- recruitment and development of new employees through on the job training (OJT).
Joint Apprenticeship Council
In order to address the needs of MTA Bus Maintenance while satisfying the terms set in the Collective Bargaining Agreement a joint apprenticeship council (JAC) was formed. The council consists of four (4) representatives from both the Amalgamated Transit Union and MTA Bus Maintenance; and is supported by the Transportation Learning Center.
• Establishes policies and procedures for the program
• Decide on candidate selection criteria
• Track and monitor apprentices while they matriculate through the program
Qualifications and SelectionAll applicants applying for the program must meet the following qualifications:
At least 18 years old
A high school diploma or GED equivalent
Complete Department of Transportation (DOT) Physical
Pass all required aptitude tests
Obtain commercial drivers license
Veterans and Recruitment
• Regular attendance at veterans recruitment events
• We have been able to transfer Military specialties to civilian job descriptions.
• Rank compared to job title and responsibility level.
• Military style recruitment – follow potential employees step by step
Training and Mentoring
Proposed training and mentoring component will:
• Include a probationary period
• Set number of required hours to complete in
OJT
• Each apprentice will be paired with a
SME/mentor (subject matter expert)
• Management involvement to ensure shop floor
training is performed efficiently and
appropriately
Apprenticeship
Track
**Up to four (4) years
long
For persons not currently employed by
MTA
Have little to no technical training or experience
On the job training
Assessment based starting points
Mentoring Available
Upward Mobility Track
**Twenty-six (26) weeks long
For current MTA Bus
Maintenance Employees
Cross-training across
divisions, support shops, and eventually
all of MTA.
Focuses on development of current talent
Mentoring available
Challenges
• Support and buy in from union: non-union workers
performing union work during training
• Current promotional structure for union -“bidding”
• Independent, self-paced study is required
• Selecting mentors and determining compensation
• Support from other MTA departments for cross-
training
CONTACT US
Maryland Transit Administration
Bus Maintenance1515 Washington Boulevard; Bldg.1
Baltimore, Maryland 21230
410-454-7227
MTABusMaint@mta.maryland.gov
36
Metro Transit
Technician Program
APTA Bus & Paratransit ConferenceTuesday May 8, 2018
3737
Metro Transit
3838
Workforce Challenges • 267 Mechanics Positions
• 10% Mechanics Vacancy
• 55% Mechanics over 50
years of age
• 80+ Mechanic Positions
needed by 2022
3939
Metro Transit Technician ProgramCreates a pipeline from area communities to
build diverse Metro Transit Mechanic
workforce of the future
• Partnership with community agencies
• Aptitude and academic testing
• No prior mechanical experience required
• Income qualification
• External applicants only
4040
• Strategic partners
– Twin Cities Rise! (TCR!)
• Successful Metro area workforce
readiness program.
– Hennepin Technical College
• Develop and deliver customized
introductory course
• Transit Team
Bus Maintenance, Training Department,
Office of Equal Opportunity, ATU 1005,
Human Resources, Office of General
Counsel, Workforce Development
Metro Transit Technician Program
4141
Phase I Phase II Phase III Phase IV
Program
Phase
Outreach &
Assessment
Participant
Readiness
Customized Training
& Internship
Degree Program
& Internship
Time Period 3 Months 6 Months 5 Months 2 Years
400 40 20 20
Metro Transit Technician Program
4242
• Cohort 1
2016 Bus Technicians – 19 Participants
• Cohort 2
2017 Rail Technicians – 10 Participants
• Cohort 3
2018 Bus Technicians – 19 Participants
Metro Transit Technician Program
4343
Outreach & Assessment• Multi-tactic strategy:
– Transit Open house events at
various garages
– Recruitment events at community
centers
– Current Operators serve as
recruiters
• Selection criteria:
– Reading and spatial awareness
testing
4444
• Community Partner - Twin Cities Rise!
– Personal Empowerment
– Life Coaching and navigational support
• Academic tutoring
– Prepares participants for Accuplacer
exam.
Participant ReadinessPrepare participants for a successful internship and
rigors of 2 yr. degree program
4545
Custom Training & Internship
Introduce mechanical concepts through
customized course as well as provide on the job
experience through a paid internship.
• Hennepin Technical College delivers electrical
training course
• Bus Maintenance Training delivers Bus / Rail
specific mechanical concepts
• 15 hrs. per week paid internship shadowing
current Technicians.
4646
Thank youGary Courtney
Workforce Manager, Metropolitan Council
Gary.Courtney@metc.state.mn.us
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